10 Things to Do Before Your New Hire’s First Day

Employee onboarding - what to do before their first day

These are things you should do as a boss or manager before your new hire professional arrives. It is very important that you do not take an, “It will be okay on the day” attitude because the way your new hire perceives your company is very important both in terms of his or her future at your company, and the culture that is bred throughout the company.

1 – Send Out Some Information Prior To The Employee’s Arrival

New employees feel lost when they first enter a company. Sending out some information prior to the employee arriving makes him or her feel less out of place, which makes the first day go a little smoother.

It puts a little bit of power back into the new hire’s hands. He or she does not feel at the mercy of person assigned to mentor and watch over him or her.

Put yourself in your new hire’s shoes. Even the ability to study the map of the business premises will make you feel less nervous and less out of place.

Don’t make all the information about the company history and direction, make it about the break room, different departments, staff days, and even running jokes or sayings in the company. If you want to do this in an awesome way, you can use onboarding software for that.

2 – Tell The Other Staff Members

It is disconcerting to find out that a job role has suddenly appeared, or that a job position has been filled and you didn’t know about it. Having your staff asking who a new person is may indicate a severe lack of communication in your company.

In addition, it is no fun for the new hire having to explain himself or herself to each employee as if on trial.

3 – Arrange A Training Routine

Shouldn’t this go without saying? If you do not have a training routine set up because you are a very small business, then learn from your new hire’s experience and create one on the back of it.

4 – Set A Training Routine With Goals, Milestones And Targets

It should have goals, milestones and targets, but they are not for the new hire…they are for the trainer/mentor. They are to stop the trainer saying things such as “I don’t want to overload you with information” or “I will teach you that another day.”

Many employees are too timid to demand the training they need and should receive, so you need to set up targets, goals and milestones for the trainer. Do not blame the employee if target, goals and milestones are not met–blame the trainer!

Be careful how you go about this because you are trying to motivate the trainer and not punish the new hire. Some of your best people may take the longest to train. Some of your most diligent and high performing staff may require the most attention and training in the beginning (especially if that person is even mildly dyslexic, and know that dyslexic people who try hard often turn into your highest performers eventually).

5 – Do Not Create A Welcome Packet Unless You Employee Hundreds

You should assign a person or two with the new hire. Create a two-way dialogue with the new hire, and have one or two people take him or her under his or her wing. A welcome package may only suit companies with hundreds of employees where one to two staff members cannot tell them everything they need to know.

6 – Arrange Your New Hire’s Security Protocols And Settings

Do it both with building security and with your system’s security. Anything less than this is a sign your company is not prepared and not on the ball. In addition, you should plan the paperwork and get it done as soon as possible.

7 – Introduce The Employee To The Biggest Bosses

Very few companies have their newest hires spend time with the biggest boss of the company, but imagine the effect if you did. The new hires would genuinely feel like part of the company, especially if it meant being able to say hello to the boss when he or she walks by without having to ask other people whom that person is.

8 – Create A Staff Directory If The New Hire Needs Lots Of Employee Input

If your new hire has to liaise with other staff members, then give your new hire information about each department. Create a staff directory that explains who each staff member is and what he or she does. You should turn this into an intranet web page, or even a company web page. The staff members may even be allowed to add their own section to the website and update it every time they are promoted.

9 – Do Not Create A Fun Questionnaire

If you have enough work experience, or you have ever managed a business, you may wonder where the fudge that tip came from. How come there are so many online articles that seem to feature this tip?

The reason is because writers are asked to write articles with 7 or 10 entries, and they have trouble bulking it up to the required number, so they make something up. Other writers are tasked with a similar article, so they go online, read the same articles, and add the same moronic points to their articles. Blame the writing industry, or blame the fact that any toothless Joe can become a writer and re-write the content of others.

Another “Chump” piece of advice is to create a culture video or something of that nature. It simply demonstrates what an impersonal company you have, and frankly, the new-hire introductory videos set to cheesy elevator music and featuring too many screen wipes should stay in the 90s where they belongs.

10 – Consider Having The New Hire Take A Tour With His Or Her Mentor

It doesn’t have to be anything fancy, just a walk around the place along with introductions to the staff. Your other staff members shouldn’t be asking who the new hire is, and the new employee shouldn’t be unaware of the different departments your company has and where they are located.

The mentor or buddy may introduce the new staff member and help create a good impression all around.

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